Human Resources - Employee Relations

92544BR

Human Resources Generalist 2

None - Not included in the union (Yale Union Group)

Full time

Fixed

2 years from date of hire

Yes

31-Jan-2027

Administration & Operations

Manager; Program Leader (24)

Click here to see our Wage Ranges

Human Resources

37.5

Standard (M-F equal number of hours per day)

Central Campus

221 Whitney Avenue
New Haven, CT 06511

Hybrid

The HR Generalist (HRG) reports directly to the Associate Director, Employee Relations and provides Human Resources support to a client group or groups within Yale University, driving day to day human resources operations. The incumbent typically serves as the front-line point of contact for designated client groups and employees. The HRG works in support of advancing all aspects of the assigned unit’s Human Resource strategy, management and initiatives, including but not limited to compensation, employee relations, performance management, talent planning, talent acquisition, benefits, leave administration, labor relations, investigations, and HR Compliance.

This role sits within the Employee Relations team in Central Human Resources and will partner with various Employee Relations teams and departments across the University who require interim or supplemental support. The HRG will deliver superior customer service to achieve client satisfaction in meeting their HR needs while collaborating with the various HR centers of excellence and university partners.

The ideal candidate will be a change agent that will support a positive work culture and sense of belonging while forming effective consultative and coaching relationships. They will need to be adaptable and flexible, adapting to various fast-paced and dynamic work environments, managing multiple priorities and tasks. Additionally, the candidate will need the ability to analyze trends and metrics to drive solutions, and proactively make recommendation on organizational needs

1. Cultivates and fosters a collaborative partnership with departments in addressing human resource issues that may include performing departmental specific functions and faculty administration. Counsels managers on human resource policies and procedures and contractual obligations. Consults with Director, Senior HR Generalist and HR specialists as needed. 2. Understands client organization and mission and provides proactive guidance. Establishes strong relationships with employees and union representatives in the client base. Understands the unit's labor relations environment, provides support as needed. Facilitates enhancement of labor strategy and relationships within the unit. 3. Provides strategic support for organizational change by advising, influencing and leading organizational design efforts. Analyzes the impact of the change(s), explores options and offers recommendations. 4. Working collaboratively on client issues, builds and maintains positive working relationships with Union representatives. Leads investigations of employee relations concerns. Educates, advises and coaches managers/unit leaders and assists staff to resolve issues and grievances. 5. Participates in departmental planning meetings, provides unit specific tactical support as required. Develops, reviews and updates new and existing department position descriptions. Works with Staffing and Compensation Representatives as needed to support recruitment and compensation requirements. May interview selected candidates at the request of the client. 6. Meets with client base to interpret policy, contract provisions, assists with problem solving, educates on risk factors and advises on career development. 7. Works with department managers to achieve appropriate staffing levels. Reviews all requests for departmental layoff. Conducts due diligence with regard to departmental restructuring. Ensures compliance with state and federal employment laws and contract provisions. Gathers information and partners with General Counsel to formulate responses to CHRO, EEOC and FLSA complaints. Partners with Labor Relations and General Counsel in preparing the strategy for arbitration cases. 8. Works with clients and Classification and Compensation to support compensation proposals such as reclassifications, salary adjustments, supplemental compensation, etc. Guides managers and employees through the job evaluation/audit process. 9. Consults and communicates to managers the performance management process. This includes goal setting, FOCUS and annual merit process. Reviews recommendations for performance ratings and salary increases and monitor for data integrity and compliance. Provides guidance to managers on compensation and performance issues. 10. Partners with managers and unit leaders to implement HR programs such as Individual Development Planning, Talent Management and Performance Management. 11. Serves as a resource for the other HR functions, works with the subject matter experts as needed to support employees. This includes areas such as leave of absences, benefits, Equal Opportunity Programs & Accommodations and the Office of Diversity. 12. Partners with Organization Effectiveness (OE) and the Learning Center to address employee and/or departmental training and development needs. Identifies areas in need of attention and advises clients on recommended action plans along with information regarding available resources. 13. Mentors other staff members; contributes to and/or leads HR projects and programs.

Bachelor's Degree in any field. At least 4 years of professional human resources experience.

Excellent critical, analytical, and strategic thinking abilities. Ability to direct and influence change. Ability to collaborate with leaders to drive change in the culture and management practices. Ability to initiate actions and solve problems using sound judgment

Knowledge of staffing, compensation, employment law, labor relations, training and development, benefits and HRIS applications. Proficiency with Microsoft Word/Excel, databases, and other/HRIS systems.

Superior customer service orientation and ability to respond in a constructive and timely manner, in a fast-paced environment. Excellent oral and written communication, influencing and conflict-resolution skills.

Demonstrated success in detailed work requiring accuracy, a high level of productivity, organization, and a sense of urgency. Demonstrated flexibility and adaptability.

Developed organizational and interpersonal business skills and ability to work effectively within a diverse organization. Experience building robust and lasting relationships with senior human resources and business leaders.

Ability to travel between multiple locations.

No

No

All candidates for employment will be subject to pre-employment background screening for this position, which may include motor vehicle, DOT certification, drug testing and credit checks based on the position description and job requirements. All offers are contingent upon the successful completion of the background check. For additional information on the background check requirements and process visit "Learn about background checks" under the Applicant Support Resources section of Careers on the It's Your Yale website.

Certain positions have associated health requirements based on specific job responsibilities. These may include vaccinations, tests, or examinations, as required by law, regulation, or university policy.

The intent of this job description is to provide a representative summary of the essential functions that will be required of the position and should not be construed as a declaration of specific duties and responsibilities of the particular position. Employees will be assigned specific job-related duties through their hiring departments.

University policy is committed to affirmative action under law in employment of women, minority group members, individuals with disabilities, and protected veterans. Additionally, in accordance with Yale’s Policy Against Discrimination and Harassment, and as delineated by federal and Connecticut law, Yale does not discriminate in admissions, educational programs, or employment against any individual on account of that individual’s sex, sexual orientation, gender identity or expression, race, color, national or ethnic origin, religion, age, disability, status as a special disabled veteran, veteran of the Vietnam era or other covered veteran.

Inquiries concerning Yale’s Policy Against Discrimination and Harassment may be referred to the Office of Institutional Equity and Accessibility (OIEA).

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